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In an organization or team, a good leader recognizes each team member's needs and expectations in order to encourage the team's growth. A leader with a negative personality may be occupied by status and might see the team members as subordinates and lesser people. These types of personalities might demonstrate control, inflexibility, power and lack of personal skills among other negative personality traits, making it difficult for a team to grow.

Inflexible Personality

An effective leader manages each situation with an appropriate leadership style. He may use a democratic leadership style and include the team in a decision-making process. He may delegate tasks recognizing the strengths of his team. At times he may need to be authoritative in his decisions if the team needs to meet a deadline and expects direction. Leadership styles require flexibility, depending on the circumstances. A leader with an inflexible personality tends to stick to one management style and may come across as controlling and bossy with little faith in his team.

"Know-it-All" Personality

Some leaders have a need for status but fear of failing in responsibility. The leader's concern is for himself before others. This type of personality has a need to be right. The leader provides vague objectives so that he cannot be blamed if something goes wrong. He exercises power by his seniority rather than by leading in the task. To appear as an expert, he may state her conclusions in hindsight after the task is completed.

Flighty Personality

A leader who may not feel competent in his position may lead using the seagull management approach. He makes an appearance, criticizes, make a few suggestions and disappears before a team can ask questions. This flighty personality may not have answers and may be afraid of questions. He avoids people and personal chit chat and therefore lacks in personal management. He may back-stab for glory or be friendly if he needs something.

Controlling Personality

In the micromanagement leadership style, the leader treats others as though they are incapable of performing a simple task. He tells people what to do, with close instructions and constantly checking to see that it is done right. He looks for small errors in his team which makes him feel superior. A micro-manager can destroy his team's sense of confidence.